It’s noisy out there for HR and People teams right now. Every week, a new headline or buzzy trend hits LinkedIn about where HR and People teams should be focused – notably, the “greats” (resignation, reshuffle, refocus), the “quiets” (quitting, firing, etc), the four-day work week… the list goes on.
Death, divorce, menopause, miscarriage, infertility, burnout and mental ill-health. These are just some of the challenging life situations that managers are helping their employees deal with every day. And this is in addition to being tasked with the more traditionally recognized aspects of the role – like managing team performance, meeting targets, and driving bottom line growth. Basically, our managers are stretched and desperate for support.
As anyone who works in Learning and Development can tell you, the laundry list of requests has grown longer in recent years, particularly in the area of manager enablement. Inevitably HR comes to a crossroads: is it best to build internally or partner with an external vendor to train and develop leaders?
In this webinar, our CEO Lauren Humphrey sat down with Tanya Christie, COO & Tax Manager at Fullstack Advisory to give HR and People teams a step by step guide on how to make a clear case and get their manager enablement plans approved by their CFO, CEO or other executive.
In this webinar, I had the pleasure of sitting down with Justin Angsuwat, Chief People Officer at Blackbird, and former CPO at Thumbtack, to talk through the crazy conditions that HR, execs and founders are dealing with right now. Our objective was to provide our audience with very practical ways for handling these unprecedented times of change and stress and making sure their teams feel supported and motivated. We had a great conversation with a ton of input and questions from our audience.
In this webinar, The Mintable is joined by Caren Young, President and Founder at The Professional Adult, a Diversity, Equity, and Inclusion Consultancy based in Chicago, for a session about the national holiday, Juneteenth.
